I'm sorry you had a negative experience and we're working hard to make sure it doesn't happen for anyone again.
We started the company to help those people for whom manually submitting their resume to companies isn't an option. We don't use resumes as part of our screening process because we're looking to find skilled engineers without elite resume credentials. For them, submitting their resumes directly results in either silence or rejection.
We've been able to find many of these engineers jobs at companies they'd never imagined they'd be able to work at. We just had a self taught engineer working as a pizza delivery person in Cincinnati, hired by Instacart - his onsite interview was the first time he'd met another engineer in person. We helped a recent high school graduate, who didn't attend college, get hired by Apple - his dream company.
I'm the founder so I'm obviously incentivized to highlight these success stories and I don't claim that we've built a perfect process for everyone yet. We're working on a hard problem, judging the skill of other human beings in a fair way and vouching for them to companies that have maintained the same hiring process for decades and are resistant to change. Our approach is not perfect but it has had life changing outcomes for many people and we're doing our best to increase the % of all Triplebyte applicants that's true for.
Slightly off topic question Harj, but is it suffice to say that there is a finite percentage of companies willing to spend a 25% placement fee on candidates through triplebyte? Surely the time will come again when startups will curtail their spending and thus leave limited options for candidates going through your process?
Is it safe to say candidates whom solely use Triplebyte are limited to a fraction of the companies that they can otherwise get in front of via other means?
